O.P.P., how can I explain it
I’ll take you frame by frame it
To have you all jumpin’ shall we singin’ it
O is for Other, P is for People scratch ya temple
The last P…well…that’s not that simple
It’s sorta like another way to call something an issue
Employees come in start talking need a tissue…(that’s the part I made up!)
Ok, I’m done dropping rhymes on ya. The last P stands for Problems. Other People’s Problems keep us employed and our families fed. They keep us relevant in our organizations. They keep us connected with our workforces and help us stay sharp and up to date. So it sounds kinda twisted, but HR folks benefit from people having some jacked up issues. We’re like insurance adjusters, looked to to step in mainly when tornadoes and typhoons hit.
You down with O.P.P.? Yeah you know me! …because they make us better
To deal with the problems of the day, we as the Chief People People must know what the issues of the day are. Learning how to anticipate issues and the temperatures of our workplaces helps us to combat the surprise attacks that are caused by new regulations coming out of Washington, beefs (conflicts) arising from the break room and performance issues coming from that group of cubicles over there. We study, we discuss and collaborate, and we don’t delete our HR association’s newsletters before we even had the chance to read them. Knowledge is power, but using and sharing it makes everyone powerful.
You down with O.P.P.? Yeah you know me! …because we can make a difference
We don’t want our people holding that stuff inside…they need to let it out in a positive manner to the people that can do something about it. That’s HR. Not only must we get involved to ensure consistency and fairness, but to make sure that there aren’t even deeper departmental or cultural issues that need addressing. Problems in the workplace don’t just happen, they’re usually the result of something that is or isn’t already in place. And by going beyond the surface of the problem and dealing with the root, we help the entire organization and those that may not have even known they were being affected.
You down with O.P.P.? Yeah you know me! …because we keep our talent from leaving
When employment issues are not addressed properly, we loose credibility, the faith of our people and the chance to get it right the next time. By avoiding “problem” people and the baggage they come with, we are basically reinforcing negativity and giving everyone a pass to screw up our environment. A reputation for letting issues fester and grow is a sure way to drive away the people that aren’t causing the problems…our top performers and producers. Quick, consistent resolution rids our spaces of those that are not contributing positively, encourages the good ones to stay and attracts those that are looking for fertile ground to grow their talents and careers.
O.P.P. – Other People’s Problems are not only our chances to fix stuff, they are our OPPortunity to show what we are made of, and that we do have a critical role in our companies. O.P.P. is our OPPortunity to build something, to learn from the past and to create a better employment future. O.P.P. is our OPPortunity to not just be present when people need to be hired and fired, but also to create, be strategic and help others grow. So when O.P.P. comes, damn– skippy I’m with it.